Finding developers is increasingly hard. The competition for the best programmers is fierce, and the talent market thin. This makes every effort to attract a developer important. Since most hiring processes start with an advertisement, what should companies put into their job postings that would get the attention of candidates, no matter the type of role or experience needed? We have some suggestions, based on years of experience recruiting in the technology field.
Make Sure the Tech Information is Transparent and Accurate
A developer can spot your lack of technology experience in the ads that call for “10-years experience” in technology that wasn’t even invented a decade ago. We’ve all spotted ads that are inaccurate in this way and it’s a big flag to developers who may think that whoever wrote the ad isn’t tech-savvy at all.
Make sure the tech stack is in the ad with as much detail as possible:
- Is the dev going to work on a mobile app or a desktop, IoT or an API?
- Will they use .NET or Java?
- Should they have full stack experience or are you looking to segment by front or backend skills?
- Are you Agile or Waterfall?
- Finally, are they going to work on a legacy app or build something new from scratch?
Understanding all of these things will help the developer know what he or she is getting into.
There are also plenty of ads out there they lack crucial information. For example, how much experience do you need and how much are you willing to pay. Including a salary range in an ad will attract more attention. While you don’t need to pinpoint the exact amount, give a range and say the salary is commensurate with experience. The pay is probably one of the first things the developer will look at.
What About Culture?
Developers do have a sense of humor, so it’s okay to make a Star Trek joke in your ad, especially if that kind of light touch epitomizes the culture in your organization. Once the developer knows they’re a good match for the money and the tech stack, they’re going to wonder how they’ll fit in with the rest of the team. The ad can talk about what’s important to the organization and the team, how collaborative they are, and what the snacks are like.
It’s okay to sell the company culture in the ad. You don’t want clichéd ninja postings; we’ve all see those. Instead, write the ad from the perspective of the team they’ll join. Is it okay to work remote sometimes? Are there daily stand-ups? Does the team work in cubicles or is it an open office? You don’t have to (and shouldn’t) recycle old adds with boring bullets. Instead, try writing an ad that will stand out by showing what the organization is really like. Help the job applicant understand how they might fit in culturally before they ever walk in for the interview.
If you need help sourcing talent, talk to Blackstone. We offer a turnkey service that includes writing the ad for you so that your time to hire rate is shorter and you attract the best candidates in the region. Call us today.